Sample workshop / 1 day
Leadership Foundations
From capable individual to confident people leader.
From capable individual to confident people leader.
A sample foundation day for managers taking responsibility for other people’s performance. The session combines role clarity, communication, delegation and feedback, with practice using situations from participants’ own work.
Who it is for: New managers and supervisors.
Learning objectives
- Clarify the responsibilities that change when you become a manager.
- Set expectations and check understanding.
- Delegate with appropriate authority and support.
- Prepare a feedback conversation and a personal development plan.
Before the session
Spectrum meets with the sponsor to clarify the intended outcomes and select suitable workplace examples. Where an assessment is included, participants complete it before the session. We agree on any preparation, accessibility needs and the appropriate format for the group.
Assessment option: Everything DiSC Management, where appropriate. The final proposal confirms what is included.
Sample agenda
Sample Spectrum agenda. Timing and activities are tailored to your group; this is not the publisher’s prescribed curriculum.
| Time | Focus | What we do |
|---|---|---|
| 09:00–09:30 | The shift into leadership | Discuss responsibilities, boundaries and expectations. |
| 09:30–10:30 | Know your approach | Explore management habits and relevant assessment insights. |
| 10:30–10:45 | Break | Reflection and reset. |
| 10:45–12:00 | Communicate expectations | Practise clarity, listening and checking understanding. |
| 12:00–13:00 | Lunch | Break. |
| 13:00–14:15 | Delegate and empower | Define the result, authority, resources and check-ins. |
| 14:15–14:30 | Break | Reflection and reset. |
| 14:30–15:30 | Feedback and accountability | Rehearse a timely, specific performance conversation. |
| 15:30–16:00 | Your first 30 days | Create an action plan and manager follow-up. |
After the workshop
Participants identify one or two actions they can apply in their own work. The sponsor can reinforce those commitments through a manager conversation or team check-in. A follow-up session can review what participants tried, what they learned and what support they need next.
Shape the session around your team
Tell us about the participants, the challenge, your preferred date and whether delivery will be in person or virtual. We will recommend a scope and quote covering the agreed assessment, facilitation and support. A shorter session may need a narrower learning objective rather than a compressed version of every activity.
A useful first conversation
What would you like to change?
Tell Kyle about your team, your challenge and what a better outcome would look like. We’ll help you identify a practical next step.